Methods of Recruitment

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 Gupta & Kumar (2014) has categorized recruitment under two main headings


           01.  Internal Recruitment

     02. External Recruitment

 

Internal Recruitment

De Varo & Morita (2020), states that when an organisation fills their vacant positions using their current employees, it is known as internal recruitment. This could be sourcing talent from other departments, teams and job functions within the company. As per DeVaro (2020) this could be through Promotions or transfers done horizontally.

 

As per Bidwell (2011) types of internal recruitments can be stated as follows,

Promotion: Employees are moved within the organization to a higher administrative rank with higher pay, status, responsibilities and skill requirements.

Lateral Transfers: Employees will be moved to a difference unit or to a different job while remaining in the same vertical ranking.

Workers Move vertically and horizontally at The Same Time:  Employees will be transferred to a different organizational unit along with a promotion

 

External Recruitment


As per De Varo & Morita (2020), when a company recruits people from outside the organisation, it is known as external recruitment,. In the resent report of Ahmed (2019) defines external recruitment as a step-by-step approach to attract skillful people who will support the company to grow. Recruitment agencies, online recruiting, printed publications, Internships,   & career events can be considered as methods of external recruitment.


When comparing External & internal recruitment, Schermerhorn, Daniel & Bachrach (2020) in their book of “Management” states that External recruiting is costly & needs extra effort to get reliable information about the candidates. However External recruitment will bring new candidates with a new mind frame, knowledge, skill & work experience into the organisation. According to Schermerhorn & his team, the downside risk of the approach is that wrong candidate being selected. External recruitment will cause resentment among the existing employees who wish to progress within the company.


Schermerhorn, Daniel & Bachrach (2020) further states that internal recruitment is less time consuming & helps to retain high quality employees. The downside of internal recruitment is inability to bring outside expertise & best candidates may not be chosen. 

  

Reference List


·         Ahmed, KU 2019, External Recruitment Practices of an Organization, School of Business & Economics North South University.

·         Dewin, SA & Gabriel, S 2019, Recruitment and Selection Practices on the Performance of ZESCO Employees in Zambia, Texila International Journal of Management Special Edition.

·         DeVaro. J, 2020, Internal hiring or external recruitment: The efficacy of hiring strategies hinges on a firm’s simultaneous use of other policies, IZA World of labor.

·         De Varo. J & Morita, H 2020, Internal promotion and external recruitment: a theoretical and empirical analysis, Research gate.

·         Gupta, PA & Kumar. S, 2014, A Study On Recruitment & Selection Process With Reference, Research Gate.

·         Lateral, MJ 2011, Paying More to Get Less: The Effects of External Hiring Versus  Internal Mobility, Wharton Faculty Research.

·         Pride, W.M Hughes, RJ & Kapoor, JR 2016, Foundations of Business, 5th edn, Cengage Learning, USA.

·         Schermerhorn, J.R & Bachrach, D.G,  2020, Management, 14th edn, John Wiley & Sons, Hoboken USA.

Comments

  1. Romeda WijewardeneNovember 16, 2022 at 2:28 AM

    Agreed on the content above Layanjalie, as an another perspective, the external recruitment option usually found with commission fee hence results in sharing information of potential candidates without proper initial screening will results in increase high staff turnover rate and therefore, put the responsibility on internal options to make the selection of required talents (Duggan & Croy, 2004). Furthermore, the online recruitment portals are easier not just for the candidates to apply for a particular job but also for the recruiters to attract and screen candidates followed by tracking their applications and on the basis of that offering jobs or rejecting their applications (Breaugh, 2013).

    ReplyDelete
    Replies
    1. Layanjalie FernandoDecember 9, 2022 at 9:51 PM

      Agree on your comment Romeda, most organisations adopt a policy on recruiting employees internally or externally. Generally, internal sourcing is used, as own employees know the company better and can recommend candidates who can adapt to the organization's culture (Osborne,2017).

      Delete
  2. Mohamed InsaffDecember 7, 2022 at 3:10 AM

    Agreed , Further hiring and internal recruitment is that there won't be as much interference from internal politics and bias judgment during the hiring process. Aside from that Harky (2018) states there is an added level of competition brought in from outside recruits as the current employees would feel like they'd need to step up their game. This positive competitive environment created will boost employee productivity (Saviour et al., 2016).

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    Replies
    1. Layanjalie FernandoDecember 9, 2022 at 10:06 PM

      Noted on your comment Insaff. Muhereza (2019) in his research report points out that internally recruited workers are supposed to be committed, motivated and stable on their jobs and in turn be highly productive.

      Delete
  3. Mushadiq AzharDecember 8, 2022 at 7:06 AM

    Agreed Layanjalie, furthermore, internal recruitment is economical and supports employee morale and satisfaction. Prior to exploring outside the organization for talent, invest some time in recruiting or motivating current employees (Abdullah & Rahman, 2015). External hiring is advantageous and useful in that it introduces fresh applicants, new ideas, and new abilities to your firm. However, there might be drawbacks, such as less experience gained from new hires who take too long to grasp the rules and requirements of their position (Anwar & Abdullah, 2021).

    ReplyDelete
    Replies
    1. Layanjalie FernandoDecember 9, 2022 at 10:17 PM

      Further to your comment Azhar, Muhereza (2019) states that companies investing in internal recruitment while filling some of the available positions, motivates the employees who are already engaged & serving the organization which will eventually lead to better performance.

      Delete
  4. Manula HimanshuDecember 9, 2022 at 3:14 PM

    Agreed Leyanjalie. Additionally, There is less uncertainty about the productivity of internal than of external hires. Thus, external hires tend to have greater upside potential but also greater downside potential. The cost of making a big mistake in hiring, therefore, bears heavily on the internal or external hiring decision. Employers should consider, therefore, how resilient the organization would be to the costs imposed by a bad hire (DeVaro, 2016).

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    Replies
    1. Layanjalie FernandoDecember 10, 2022 at 2:51 AM

      Agree on you point Himansu, mistakes in selection have potentially catastrophic consequences for organizational success and survival. Across all industries, individual employees must possess the requisite mix of skills, aptitudes, motivations, and so on, that will enable their firms to compete effectively and create competitive advantage in their given market space and to help their organization adapt to future unknown challenges (Collins & Smith, 2006).

      Delete

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